You Need to Hire a Manager for Your Small Business…

Now What?

You can’t be at your business every minute of every day and let’s face it, you know it’s time to hire support. You need to hire a manager but you have no idea where to start.

We broke the process down in a few simple steps using the acronym: WELCOME!

W – Write out who would make the best candidate for this position + the job duties.

Instead of jumping right into the writing of the ad, try doing this step first. Be specific. For instance, should they have retail experience, be skilled in specific software programs, be available any time, flex-time, or part-time, etc.? You can even detail the personality traits you think this person should have. If you run a bakery with quirky slogans and funky cake designs, you need a manager that “gets” it.

After you’ve detailed what you’re looking for in your new manager, create a simple, bulleted list of all the job duties you expect this person to perform. Be as complete as possible, but remember, you can change this list as the person and the position evolves.

By creating an ideal candidate profile and clearly listing the job duties, you’ll find that writing the actual job ad (your next step) goes a lot quicker and more effectively.

E – Explain the position in a detailed ad + calendar out the process.

You know the type of person best fit for the job and you know what you need them to do. Use the information you collected in the step above and write an ad that is clear and has a distinct call-to-action on how to apply.

Set application deadlines to give candidates a sense of urgency and create a calendar for yourself that specifies when you will review resumes, when you will schedule interviews, when a final decision will be made, when the new hire will start, etc. to stay on track.

There are even apps like Workable that really help you stay organized. This is a great tool if you are hiring as a team, as it allows you to collaborate. In this app, you have the ability to take notes, review profiles on the go, integrate with your email and calendar apps, schedule interviews, notify candidates, make calls through the app, generate scorecards, and so much more.

L – LinkedIn for recruiting + other places to find your new hire.

You’ve written the ad. Place it where your candidates are looking! Maybe that is in the newspaper, on social media, or even on your front door! And you don’t need to wait for the candidates to come to you. Use services like LinkedIn to search for candidates yourself. If there’s an upcoming job fair, attend it. That way you can meet candidates in person and conduct mini-interviews and schedule longer ones on the spot. Holding open interviews at your place of business is another way to bring a large pool of candidates to your business all in one day.

C – Call your network for referrals.

You most likely know many other people in the same or related industry as you, so call them and ask for referrals. If the right resume hasn’t shown up in your inbox, it doesn’t mean the right person isn’t out there. Use your network for ideas, connections and suggestions.

O – Organize your questions + set interviews + call references.

The interview should be set to your standards. If you want some help with writing your questions, check out this article with the 120 best interview questions from FitSmallBusiness. They break it down into sections like managment questions, questions with a purpose, and quick 5-second answer questions. Once your interviews are over, narrow the candidates down and start calling references. Reference checking is often overlooked, yet it’s a vital way to gain insight into your potential employees, and will help you create that list of final candidates.

M – Make the choice + hire.

You don’t have to do this alone. If you have three candidates that all seem like a great fit, schedule a group interview with each candidate and the rest of your team, allowing them to meet the potential new hire, as well. Or, hold second interviews. Make the decision when it feels right.

E – Expect a learning curve.

Congratulations! You have a new manager. The final step in this process is to expect a learning curve. The first 90 days will be a time for training and for the new manager to feel welcomed into your organization. Give them ample time to ask questions and to learn. Open communication is key. Ramp up your performance expectations over time. Don’t expect them to be superstars on Day 2!

Hiring doesn’t have to be stressful. If you go in prepared, you can come out pleased.